Legal Personnel Manager – U.S.

Position summary

The Legal Personnel Manager – U.S. (“Manager”) works closely with the Director and Assistant Director of Legal Personnel, Practice Group leadership, Office Managing Partners, and others to provide high-level and hands-on HR support and guidance, including with respect to compliance and best practices, for attorneys and other timekeepers throughout the employment life cycle.  This role supports key HR functions, including performance management, timekeeper compensation, leave and accommodations, policy interpretation, maintenance, and administration, and employee relations.  

Job duties and responsibilities

• Serve as HR Business Partner to Assigned Practice Groups. Respond to general HR inquiries from attorneys in the assigned practice groups.  Regularly advise the assigned PGLs on general HR compliance guidance, address performance management concerns, implement outplacement recommendations, assist with the administration of leaves of absence, accommodations, ramp up/ramp down, and alternate work arrangements, review exit interview surveys and escalate any employment issues to Director of Legal Personnel – US, and manage other aspects of the employment life cycle governed by the Firm's policies.  Review Practice Group metrics and data (including utilization, leaves, ramp up, and so on) for HR issues and make recommendations to the PGL as needed for compliance and best practices.
• Serve as HR Business Partner to the Legal Operations and RS Legal Services Departments. Provide day-to-day HR guidance and coaching to managers and staff on employee relations, performance management, staffing models, and professional development. Act as primary liaison between department leadership, Staff Recruiting, and the US Compensation Team in connection with hiring processes and practices. Advise on compliance with applicable employment laws and Firm policies, and oversee the administration of onboarding, performance evaluations, and terminations in partnership with local HR. Address employee engagement and retention issues, consult on workplace concerns, and escalate matters to the Director of HR or other stakeholders as appropriate. Review exit interview surveys and collaborate with leadership to align HR strategies with departmental goals.
• Assist with Performance Management/Evaluation Process. Assist PGLs and partners with documenting performance management issues, identifying outstanding performers, and shepherding the evaluation process as well as associate advancement recommendations.
• Assist with HR Aspects of Secondments: Prepare correspondence to the secondee memorializing the terms of the secondment, prepare the engagement letter to the client seeking the secondment, and coordinate and advise the secondee's PGL regarding the conclusion of the secondment and their return to firm work.
• Support confidential investigations by assisting with interviews, conducting research, providing, data, or assisting in the preparation of an investigation report.
• Maintains an in-depth knowledge of legal requirements and government regulations related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; provides additional HR support for special projects as needed and when required.

Job duties and responsibilities included are not exhaustive and may be supplemented asnecessary.  Reed Smith reserves the right to revise or modify job duties and responsibilities at any time. 

Requirements

Education: Bachelor's degree in human resources, or related discipline. Advanced degree and/or professional certifications in human resources or related field considered a plus.

Experience:

• Minimum of  5 years of professional, substantive experience in Human Resources, preferably in a medium to large sized organization, law firm or other professional services environment 
• Strong understanding of HR best practices and knowledge of U.S. employment laws
• Proactive, solutions-oriented approach, confident manner, and  the ability to establish credibility with key stakeholders quickly 

Skills:

• Knowledge, Aptitudes and Skills:
• Knowledge of human resources best practices.
• Knowledge of U.S. employment laws.
• Knowledge of the legal business.
• Working knowledge of Microsoft Excel and HRIS systems.
• Strong organizational skills with high level of customer service orientation and attention to detail.
• Excellent comprehension and communication skills.
• Ability to exercise sound judgement.
• Influencing and persuading skills.
  
  

Personal Attributes:

• Able to maintain the confidentiality of sensitive information.
• Able to handle multiple competing priorities.
• Well-developed interpersonal skills.
• Able to build effective relationships at all levels.
• Must be flexible and able to adjust one's style and approach depending upon the needs of an issue and the people involved.

Additional information

Supervisory responsibilities: None

Equipment used: Personal computer and other office equipment such as telephone,  calculator, copier, scanner, etc.

Essential job functions

• Ability to sit or stand for extended periods and perform tasks requiring prolonged and/or extensive computer use.
• Ability to use computers, telecommunications, and digital collaboration tools to perform core job responsibilities.
• Ability to communicate effectively.
• Ability to maintain attention to detail while analyzing complex information, managing multiple priorities, and applying sound judgment to decisions.
• Ability to access, use, and safeguard confidential and sensitive information while performing job responsibilities in work environments that support confidentiality, privacy, and information security requirements.
• Travel for meetings and training as required.
• Ability to work extended hours as required to meet project, client, or business needs.

Working conditions

You will be required to work in the office a minimum of 4 days per week. Occasionally called upon to work hours in excess of your normal daily schedule. The details of your weekly schedule will be discussed further with your direct supervisor.

Pay ranges
This represents the presently anticipated low and high end of Reed Smith's pay range for this position. Actual pay may vary based on various factors, including but not limited to location and experience.

• Pittsburgh, Miami, Houston, Dallas: $101,500 - $112,000
• Chicago, Philadelphia: $108,500 - $119,000
• Washington, DC: $115,600 - $127,750
• New York: $119,700 - $132,200
  
  

Employee benefits overview

Our comprehensive benefits package includes:

• 401(k) Retirement Plan
• Medical Insurance
• Health Savings Account (HSA)
• Virtual Health Services
• Dental Insurance
• Vision Insurance
• Accident Insurance
• Hospital Indemnity Insurance
• Critical Illness Insurance
• Life Insurance
• Short-Term Disability Coverage
• Long-Term Disability Coverage
• Flexible Spending Accounts (FSA)
• Lyra Health Employee Assistance Program (EAP)
• Paid Family Leave (for eligible Exempt and Non-Exempt staff)
• Transportation Benefit
• Back-up Child Care Services
• College Coach Program
• Pet Insurance
• Paid Sick Time (for Exempt staff)
• Paid Time Off (available to all full-time, non-temporary employees)

Reed Smith offers a challenging work environment, business casual dress code and a total compensation package that includes a competitive salary, flexible benefits program, tuition assistance, and generous 401(k) plan.

Reed Smith is an Equal Opportunity Employer with Core Values of Integrity, Excellence, Teamwork & Respect, Innovation, and Impact. Reed Smith also provides reasonable accommodations in accordance with law, including in the application and interview process.

Qualified candidates only. No search firms.